Culture, Silos and Transformation

When companies undergo significant changes, like digital transformations or restructuring, it’s common to bring in experienced leaders, especially at the VP level, to shake things up and push things forward. While that can be a smart move, real change doesn’t start with new tech or titles. It starts with culture.

Culture is how people think, work together, and make daily decisions. If that foundation isn’t strong or aligned with the company's goals, no fancy software or top-tier hire will make the transformation stick.

People must feel safe trying new things, be open to change, and trust each other. Without that, change is just surface-level. Focusing on culture first means getting people on board with the 'why' behind the shift, ensuring values, behaviors, and goals are aligned.

Now, about silo's. They are a significant blocker in any transformation. The Silo Effect happens when departments or teams work in their bubbles, focusing only on their own goals and not sharing information. It slows things down, causes confusion, and kills innovation.

Companies must build a culture of collaboration and shared success to break down those walls. That might mean forming cross-functional teams, setting company-wide goals, or encouraging teams to share their wins and lessons learned.

New leaders can help by leading by example, talking to other departments, encouraging open communication, and rewarding team efforts over individual wins. It’s about creating an environment where everyone is rowing in the same direction.

So, yes, technology and leadership matter. But without a culture that supports change, it’s like building on shaky ground. Focus on people first; the rest will have a much better chance of sticking.